Do teams Really Work? Of course! Teams, just like any other concept, have a great potential to be highly beneficial, depending upon the implementation of the factors involved. In the case of `teams` there are three basic factors to consider first, cost to the individual members. Second, rewards experienced by the members. Finally, there is the proper balance between cost and reward. Each of the factors is, in essence, quite cut and dry.
Costs to the individual are very light issues although they seem to weigh heavily on the shoulders of the common worker. These issues stand for the most part, in the form of loss of sense of personal duty, less time to themselves during the workday, and the absence of solid knowledge that whatever contributions they make are accounted for and tangible.
Rewards, ironically, though easier to comply with then the absence of costs, and have a reach for benefits far beyond that of the simple absence of costs, are much harder to implement into a team foundation. The rewards are there to be taken and given to all members, but it requires every individual member to be committed to the taking as well as the giving of these invisible yet tangible benefits.
There is not a thing that makes a man or woman work harder then the thought of recognition for a job well done; benefits. Recognition is almost an eternal elixir that gives life to action. It inspires self-esteem and also a desire to do well by the bringer of these great things. Thus, you have a committed team member.
The balance is the easiest of the three factors to comply to, providing you have those committed employees. The best balance consists of, simply, as little amount of cost as possible, and as many rewards. A committed team naturally makes this balance a reality.
Many organizations have tried to focus on teams. Teams offer the potential for downsizing organizations and the prospect of improving productivity.
